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Purpose@#This study explored the mediating effect of career calling in the relationship between familysupportive supervisor behaviors and turnover intention among nurses. @*Methods@#Data were gathered from 563 nurses enrolled in eight public hospitals in China. They were required to complete measures of family-supportive supervisor behaviors, career calling, and turnover intention. Hierarchical multiple regression analysis and the bootstrapping procedure were used to examine the mediating role of career calling. @*Results@#Family-supportive supervisor behaviors were positively associated with career calling, but negatively associated with turnover intention. Furthermore, career calling partially mediated the relationship between family-supportive supervisor behaviors and turnover intention. @*Conclusion@#This study provides strong evidence for an increasing body of work that emphasizes the importance of nursing leaders engaging in family-supportive behaviors for increasing employee career calling and reducing turnover intention.
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Purpose@#This study explored the mediating effect of career calling in the relationship between familysupportive supervisor behaviors and turnover intention among nurses. @*Methods@#Data were gathered from 563 nurses enrolled in eight public hospitals in China. They were required to complete measures of family-supportive supervisor behaviors, career calling, and turnover intention. Hierarchical multiple regression analysis and the bootstrapping procedure were used to examine the mediating role of career calling. @*Results@#Family-supportive supervisor behaviors were positively associated with career calling, but negatively associated with turnover intention. Furthermore, career calling partially mediated the relationship between family-supportive supervisor behaviors and turnover intention. @*Conclusion@#This study provides strong evidence for an increasing body of work that emphasizes the importance of nursing leaders engaging in family-supportive behaviors for increasing employee career calling and reducing turnover intention.
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Objective@#To know about the current state of nurses' career satisfaction in the tertiary hospital, and explore the relationship between career calling and career satisfaction.@*Methods@#From September 2017 to December, using convenience sampling, 483 nurses distributed eight tertiary hospitals were selected to complete career satisfaction scale and career calling scale.@*Results@#The total score of nurses' career satisfaction was (2.81+0.65) , four factors were rowed from low to high in order: financial success, power and status, employability, knowledge and skill development (2.29±0.98, 2.64±0.87, 3.10±0.69, 3.20±0.71) . There were significant differences existed in different genders, marital status, educational backgrounds, working lives and positional titles (t=2.51, -1.96, -3.59; F=7.92, 8.83, P<0.05) . The score of nurses' career calling was (3.21±0.81) . There were significant differences existed in different genders, educational backgrounds, working lives and positional titles (t=5.87, -1.96; F=5.60, 11.13, P<0.05) . Career calling is positively related to career satisfaction (r=0.528, P<0.05) .@*Conclusion@#Overall, the level of career satisfaction of nurses is low, especially the financial success. Hospital human resource management should endow more values and meanings on nursing posts, in turn enhance nurses' career calling and career satisfaction.
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Objective To examine the impact of transformational hospital leadership on clinical medical workers'creative work involvement.Methods From February to July 2016,826 clinical medical workers,including 359 doctors and 467 nurses, were randomly selected to complete a transformational leadership scale, a basic needs satisfaction scale and a creative work involvement scale.The data were analyzed using correlation analysis and structural equation model.Results Transformational leadership positively affected autonomy need satisfaction(β=0.40,P<0.001),competence need satisfaction(β=0.33, P<0.001),relatedness need satisfaction(β=0.81,P<0.001)and creative work involvement(β=0.64, P<0.001)respectively.All three needs satisfaction partially mediated the relationship between transformational leadership and creative work involvement.Conclusions Hospital personnel department should launch leaderships training programs to promote transformational leadership,which in turn will meet high level of psychological needs of medical workers,thus encouraging their creative work involvement.
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Objective@#To investigate the effect of leader-member exchange on nurses’sense of calling in workplace based on self-determination theory.@*Methods@#A total of 381 nurses were randomly selected from five tertiary general hospitals in Zhejiang province, China from October to December, 2016. They were subjected to a survey using the Leader-Member Exchange Scale, Job Autonomy Scale, Core Self-Evaluation Scale, and Calling Scale. The mediating effect was used to test the procedures and the data were subjected to hierarchical regression analysis.@*Results@#The leader-member exchange was positively correlated with job autonomy, core self-evaluation, and sense of calling (r=0.471, P<0.001; r=0.373, P<0.001; r=0.475, P<0.001) ; the leader-member exchange had a positive predictive effect on job autonomy and sense of calling (β= 0.47, P<0.001; β=0.48, P<0.001) ; the job autonomy had a partial mediating effect on the relationship between leader-member exchange and sense of calling (F=66.50, P<0.001) ; the core self-evaluation negatively adjusted the positive relationship between leader-member exchange and job autonomy (F=27.81, P<0.001) .@*Conclusion@#High-quality leader-member exchange enhances the sense of calling by improving staffs’ job autonomy and the core self-evaluation reduces the positive relationship between leader-member exchange and job autonomy.
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Objective@#To investigate the effect of occupational exposure on job burnout in nurses, and to analyze the mediating effect of negative emotion between occupational exposure and job burnout and the regulatory effect of supervisor support on occupational exposure and negative emotion.@*Methods@#From September to December, 2015, simple random sampling was used to select 543 nurses from six tertiary hospitals in Zhejiang Province, China. The questionnaires consisted of occupational exposure risk questionnaire, negative emotion questionnaire, supervisor support questionnaire, and job burnout questionnaire.@*Results@#The total score of occupational exposure risk in nurses was 11.43±7.19; the score of emotional exhaustion was 3.19±1.24, the score of low sense of personal accomplishment was 3.02±1.21, and the score of sense of working indifference was 2.24±1.06. There were significant differences in occupational exposure score between nurses with different sexes (t=2.61, P<0.01) and working years (F=4.49, P<0.01) . There were significant differences in the scores of emotional exhaustion and low sense of personal accomplishment in nurses with different sexes (t=5.25, P<0.001) and working years (t=-3.48, P<0.01) . Occupational exposure had positive effects on negative emotion (β=0.41, P<0.05) , emotional exhaustion (β=0.47, P<0.05) , sense of working indifference (β=0.42, P<0.05) , and low sense of personal accomplishment (β=0.17, P<0.05) . Negative emotion had a partial mediating effect between occupational exposure and emotional exhaustion (total effect size 30.5%, P<0.05) and between occupational exposure and sense of working indifference (total effect size 37.1%, P<0.05) . Negative emotion had a complete mediating effect between occupational exposure and low sense of personal accomplishment (β=0.08, P>0.05) . Supervisor support negatively regulate the effects of occupational exposure and negative emotion (F=21.73, P<0.001) .@*Conclusion@#In nurses, occupational exposure has a direct positive effect on job burnout and indirectly influences job burnout via negative emotion. Supervisor support can reduce the negative impact of occupational exposure on negative emotion.
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Objective To examine the mediating role of work?family enrichment between family supportive supervisor behavior and nurses'career resilience. Methods Totally 727 nurses selected by clus?ter?random?sampling were investigated by the family supportive supervisor behaviors scale( FSSBS) ,the wok?family enrichment scale( WFES) and the career resilience scale( CRS) . Results The scores of family sup?portive supervisor behavior,work to family enrichment,family to work enrichment and career resilience were (3.74±0.68),(3.36±0.77),(3.59±0.72) and (3.41±0.84) respectively. The family supportive supervisor behavior( r=0.31, P<0.01) ,work to family enrichment( r=0.32, P<0.01) and family to wok enrichment( r=0.30, P<0.01) were positively related to career resilience. The family supportive supervisor behavior posi?tively influenced career resilience(P<0.01). Work?family enrichment partially mediated the association be?tween family supportive supervisor behavior and career resilience, accounted for 37. 7% of the total effect. Conclusion Health organizations should try to build family supportive organizational climate and improve nurses'level of work?family enrichment and career resilience,then promote job performance and job satisfac?tion.